I. Introduction
Mr. John Clendenin was a stoic leader who led the same way upward as he did downward. He displayed vision and a forward leaning approach that allowed him to identify inefficiencies and implement improvement. He had an innate ability to take a division or an employee and guide them to their potential. It is with this strength that he brought financial success to Xerox, grew his division, and accelerated through its ranks. But with this hard work also came friction and animosity by varying level of managers. Mr. Clendenin was offered a new position in the company, but the new position would not be a vertical promotion; it would be a lateral shift within the organizational tree. He had put forth a large amount of time and effort …show more content…
Clendenin fulfilling his ambition by consenting to the proposition of a lateral shift. Simultaneously, enlisting Tom Gunning as his successor will uphold the mission statement of MDC, along with appropriate enactment of budget and staff cutback. As a result, he will preserve his relationship with the management and enhance his reputation within the organization.
Mr. Clendenin’s decision to accept the offer of lateral shift, and appointment of Ken Blohm as the new head of MDC, might cause improper execution of budget and staff cuts. Further, it could lead to strained relationship between the staff and Blohm due to their past rapport. Moreover, it may also influence the selection process, manner of functioning, and diversity of MDC. On the other hand, if Mr. Clendenin chose to stay as the head of MDC, the decision possibly will affect his future relationship with Hewitt and career at Xerox.
Driven by career options offered to him, Mr. John Clendenin must weigh his personal career growth against corporate goals and his personal leadership philosophies. Where he will need to make and execute a decision that will help him re-establish trust among his peers and immediate supervisor, while protecting the team he developed.
III. …show more content…
Path forward
We recommend Mr. Clendenin propose several terms that preserve the MDC team and it’s mission set, as conditions to his lateral transfer. This will include allowing Mr. Clendenin to select his successor and to implement the budget and personnel downsizing plan he structured. If an agreement cannot be made, Mr. Clendenin should remain with the MDC.
Why take the position? By taking this position he will be able to work on his lateral and bottom-up leadership skills. Applying his work ethic to issues close to Dr. Hewitt and managers outside the MDC, John will begin to develop the same loyalties among these managers that he garners with his MDC team. More importantly, this lateral will bring his mentorship of the MDC team full circle. Keeping to his ethos Semper Fidelis, John will have kept his word to take care of Tom, and he will offer one of the most significant gestures to a group of subordinates; trust through control and anonymity. How is this plan possible? It is only because of his blend of “Authoritative” and “Coaching” leadership style that this transition is possible. Mr. Clendenin took what was perceived as sub-par performers empowered them to to make decisions and take action; he modeled the importance of workplace climate and work-life balance; he epitomized servant leadership and thus created an efficient and cohesive
Mr. John Clendenin was a stoic leader who led the same way upward as he did downward. He displayed vision and a forward leaning approach that allowed him to identify inefficiencies and implement improvement. He had an innate ability to take a division or an employee and guide them to their potential. It is with this strength that he brought financial success to Xerox, grew his division, and accelerated through its ranks. But with this hard work also came friction and animosity by varying level of managers. Mr. Clendenin was offered a new position in the company, but the new position would not be a vertical promotion; it would be a lateral shift within the organizational tree. He had put forth a large amount of time and effort …show more content…
Clendenin fulfilling his ambition by consenting to the proposition of a lateral shift. Simultaneously, enlisting Tom Gunning as his successor will uphold the mission statement of MDC, along with appropriate enactment of budget and staff cutback. As a result, he will preserve his relationship with the management and enhance his reputation within the organization.
Mr. Clendenin’s decision to accept the offer of lateral shift, and appointment of Ken Blohm as the new head of MDC, might cause improper execution of budget and staff cuts. Further, it could lead to strained relationship between the staff and Blohm due to their past rapport. Moreover, it may also influence the selection process, manner of functioning, and diversity of MDC. On the other hand, if Mr. Clendenin chose to stay as the head of MDC, the decision possibly will affect his future relationship with Hewitt and career at Xerox.
Driven by career options offered to him, Mr. John Clendenin must weigh his personal career growth against corporate goals and his personal leadership philosophies. Where he will need to make and execute a decision that will help him re-establish trust among his peers and immediate supervisor, while protecting the team he developed.
III. …show more content…
Path forward
We recommend Mr. Clendenin propose several terms that preserve the MDC team and it’s mission set, as conditions to his lateral transfer. This will include allowing Mr. Clendenin to select his successor and to implement the budget and personnel downsizing plan he structured. If an agreement cannot be made, Mr. Clendenin should remain with the MDC.
Why take the position? By taking this position he will be able to work on his lateral and bottom-up leadership skills. Applying his work ethic to issues close to Dr. Hewitt and managers outside the MDC, John will begin to develop the same loyalties among these managers that he garners with his MDC team. More importantly, this lateral will bring his mentorship of the MDC team full circle. Keeping to his ethos Semper Fidelis, John will have kept his word to take care of Tom, and he will offer one of the most significant gestures to a group of subordinates; trust through control and anonymity. How is this plan possible? It is only because of his blend of “Authoritative” and “Coaching” leadership style that this transition is possible. Mr. Clendenin took what was perceived as sub-par performers empowered them to to make decisions and take action; he modeled the importance of workplace climate and work-life balance; he epitomized servant leadership and thus created an efficient and cohesive